Recruitment Of Resources Research Articles

A Systematic Review and Meta-analysis of the Neural Correlates of Direct vs. Generative Retrieval of Episodic Autobiographical Memory.

There is a widespread view that episodic autobiographical memories (EAMs) can be retrieved "directly" or "generatively." However, the neural mechanisms underlying these retrieval modes have been overlooked in the literature, likely due to the difficulty of operationalizing the two notions. Here, we propose to operationalize direct vs. generative retrieval based on memory cue specificity, in terms of EAMs elicited by specific/personalized vs. generic memory cues, respectively. After completing a literature search in four databases (PubMed, Scopus, Google Scholar, Web of Science) in 2023, we performed a multilevel kernel density analysis (MKDA) to directly compare activations from 32 neuroimaging studies investigating these two EAM retrieval modalities with the above memory cue distinction. Both direct and generative retrieval showed common activations of the left hippocampus, bilateral angular gyrus, and posterior cingulate cortex. The direct vs. generative comparison revealed the activation of a brain circuit comprising the anterior and posterior cortical midline, the left angular gyrus, and the right cerebellum. Previous literature suggests that these regions play a role in self-referential processes, indicating that direct access to EAMs may be supported by the recruitment of self-related neural resources that facilitate the retrieval of personal memories. Conversely, generative vs. direct MKDA revealed the activation of the ventromedial prefrontal cortex. As this region has been previously associated with schematic memory, its involvement may emphasize the "constructive" nature of generative EAM retrieval. Overall, the current findings extend the previous literature by providing the neurobiological foundation of direct and generative EAM retrieval.

Implementation of AI Recruitment Systems in Swiss HRM: The Importance of Technological and Organizational Factors

Purpose – There are no studies on the factors involved in the spread of AI recruitment tools in Swiss HR. Aims(s) – The aim of this paper is to understand the determinants of AI diffusion in Swiss human resources recruitment process. In addition to the usual factors such as relative advantage, costs, security, financial resources or organizational size, this paper also looks at factors such as red tape or the innovative climate of organizations. Design/methodology/approach – This article is based on a quantitative method, PLS-SEM. Our database consists of 324 private and public respondents working in Swiss HR. They were selected through a survey based on their membership of the various regional sections of the HR Swiss association. Findings – The main findings of this article are that relative advantage, compatibility, complexity, cost reduction, size of organization, technological expertise of employees, innovative climate, and red tape are directly related to the evaluation and adoption stages of this type of AI tool. Security, for its part, is only linked to the evaluation of these tools. Compatibility and technological expertise are also directly linked to the routinization of these tools. Limitations of the study – First, this is a longitudinal study that needs to be replicated to offer causal explanations. There may also be a selection bias in favor of optimistic respondents who already have HR AI in their organization. This bias is nevertheless controlled, as few of our respondents already use this type of tool. In the future, other predictors could be added to our model, including environmental or individual predictors. Practical implications – HR decision-makers now know what levers they can use to successfully implement HR AI in their recruitment process. Originality/value – This article makes a significant contribution to the literature about the diffusion of nascent HR information systems in the specific context of Switzerland and provides decision-makers with levers on which to act to encourage the introduction of this type of AI-based information systems within their organization. No other study has identified the factors behind the spread of HR AI tools in the specific context of Switzerland, as they are still in their infancy.

Remembering the blues: negative emotion during encoding improve memory recall in major depressive Disorder

ABSTRACT Substantial research indicates that individuals with Major Depressive Disorder (MDD) remember more negative information compared to neutral and positive information. This phenomenon is commonly attributed to attentional biases toward negative over neutral and positive information. A recent attentional resources model suggests that in MDD, negative cues not only capture attention, but also lead to deeper processing of subsequent information, irrespective of its content. This study aimed to replicate findings supporting this attentional resources model and go beyond it by investigating the effect of negative cues on encoding and retrieval processes. Forty-one participants with MDD and no comorbid diagnoses, and 42 healthy-controls completed the emotional recall task with negative or positive videos presented during encoding and retrieval stages of a neutral word-list memory test. During encoding, only the MDD group exhibited a difference between negative and positive videos, such that for negative videos memory recall was improved and for positive words it was reduced. Emotional videos had no effect when presented during retrieval. These results suggest that in MDD, encountering emotional cues not only biases retrieval processes toward recalling more negative content, but rather fundamentally alters the depth of information processing, while not leading to a broad-spectrum recruitment of cognitive resources.

Stroop task and practice effects demonstrate cognitive dysfunction in long COVID and myalgic encephalomyelitis / chronic fatigue syndrome.

The Stroop task was used to investigate differences in cognitive function between Long COVID (LC), Myalgic Encephalomyelitis / Chronic Fatigue Syndrome (ME/CFS) and healthy control subjects. Subjects viewed four color words or neutral (XXXX) stimuli with the same (congruent) or different color ink (incongruent). Cognitive conflict was inferred from response times for pairings of prestimuli and subsequent stimuli. Overall effects were assessed by univariate analysis with time courses determined for binned response times. LC and ME/CFS had significantly longer response times than controls indicating cognitive dysfunction. Initial response times were ranked LC > ME > HC, and decreased according to power functions. At the end of the task (900s), times were ranked LC = ME > HC. Response times were significantly slower for stimuli following an incongruent prestimulus. Time series for Stroop effect, facilitation, interference, surprise index and practice power law parameters were generally similar in LC, ME/CFS and HC suggesting comparable patterns for recruitment of cognitive resources. The prestimulus data were analyzed and generated positive Stroop and interference effects that were distinct from stimulus effects. LC and ME/CFS have global slowing of response times that cannot be overcome by practice suggesting impaired communications between network nodes during problem solving. Analysis of matched prestimulus - stimulus effects adds a new dimension for understanding cognitive conflict. Cognitive dysfunction in Long COVID and ME/CFS was demonstrated using the Stroop task which found global slowing of response times and limitations of practice effects.

Single High-Frequency Repetitive Transcranial Magnetic Stimulation and Intermittent Theta Pulse Stimulation Promote Working Memory Behavior in Participants: An Event-Related Potential Study

ObjectiveRepetitive transcranial magnetic stimulation (rTMS) to the left dorsolateral prefrontal cortex (L-DLPFC) has an improving effect in cognitive function, but it is still not clear in what specific cognitive domains. We here combined a single session of TMS (HF-rTMS/iTBS) with electroencephalography (EEG) to clarify the effects of magnetic stimulation techniques on executive function, working memory, and visuospatial attention in healthy participants, and to investigate the underlying neurophysiological mechanisms. MethodsFifty-one healthy participants were randomly assigned to three stimulation groups (HF-rTMS, iTBS, and sham groups). Classical psychological paradigms (task-switching, 2-back with visual Oddball) and event-related potentials (ERPs) were performed to compare the behavioral indices of each paradigm before and after the two stimulations, as well as the changes in the ERP components. ResultsAnalysis of behavioral indicators showed that reaction times in the 2-back paradigm were faster after HF-rTMS and iTBS than after sham stimulation. However, no statistically significant differences were observed in the behavioral changes in the task-switching and visual Oddball paradigms. ERP analysis showed that N2 amplitude in the frontal and central regions of the participants increased during the 2-back paradigm following HF-rTMS and iTBS; however, no statistically significant differences were observed between the ERP components of the task-switching and visual Oddball paradigms. ConclusionSingle sessions of HF-rTMS and iTBS on the L-DLPFC specifically enhanced working memory performance, with no significant effects on executive function and visuospatial attention. Both true stimulations elicited more negative N2 in the frontal and central channels during the 2-back paradigm, suggesting increased recruitment of cognitive resources from these brain areas. Although iTBS and HF-rTMS improved working memory behavior, iTBS’s shorter stimulation time suggests it may have greater potential for clinical applications in terms of time-benefit costs.

Impact of age-related hearing loss on decompensation of left DLPFC during speech perception in noise: a combined EEG-fNIRS study.

Understanding speech-in-noise is a significant challenge for individuals with age-related hearing loss (ARHL). Evidence suggests that increased activity in the frontal cortex compensates for impaired speech perception in healthy aging older adults. However, whether older adults with ARHL still show preserved compensatory function and the specific neural regulatory mechanisms underlying such compensation remains largely unclear. Here, by utilizing a synchronized EEG-fNIRS test, we investigated the neural oscillatory characteristics of the theta band and synchronous hemodynamic changes in the frontal cortex during a speech recognition task in noise. The study included healthy older adults (n = 26, aged 65.4 ± 2.8), those with mild hearing loss (n = 26, aged 66.3 ± 3.8), and those with moderate to severe hearing loss (n = 26, aged 67.5 ± 3.7). Results showed that, relative to healthy older adults, older adults with ARHL exhibited lower activation and weakened theta band neural oscillations in the left dorsolateral prefrontal cortex (DLPFC) under noisy conditions, and this decreased activity correlated with high-frequency hearing loss. Meanwhile, we found that the connectivity of the frontoparietal network was significantly reduced, which might depress the top-down articulatory prediction function affecting speech recognition performance in ARHL older adults. The results suggested that healthy aging older adults might exhibit compensatory attentional resource recruitment through a top-down auditory-motor integration mechanism. In comparison, older adults with ARHL reflected decompensation of the left DLPFC involving the frontoparietal integration network during speech recognition tasks in noise.

Neurocognitive dynamics of preparatory and adaptive cognitive control: Insights from mass-univariate and multivariate pattern analysis of EEG data.

Cognitive control refers to humans' ability to willingly align thoughts and actions with internally represented goals. Research indicates that cognitive control is not one-dimensional but rather integrates multiple sub-processes to cope with task demands successfully. In particular, the dynamic interplay between preparatory (i.e., prior to goal-relevant events) and adaptive (i.e., in response to unexpected demands) recruitment of neural resources is believed to facilitate successful behavioural performance. However, whether preparatory and adaptive processes draw from independent or shared neural resources, and how these align in the information processing stream, remains unclear. To address these issues, we recorded electroencephalographic data from 52 subjects while they performed a computerised task. Using a combination of mass-univariate and multivariate pattern analysis procedures, we found that different types of control triggered distinct sequences of brain activation patterns, and that the order and temporal extent of these patterns were dictated by the type of control used by the participants. Stimuli that fostered preparatory recruitment of control evoked a sequence of transient occipital-parietal, sustained central-parietal, and sustained fronto-central responses. In contrast, stimuli that indicated the need for quick behavioural adjustments triggered a sequence of transient occipital-parietal, fronto-central, and central parietal responses. There was also a considerable degree of overlap in the temporal evolution of these brain activation patterns, with behavioural performance being mainly related to the magnitude of the central-parietal and fronto-central responses. Our results demonstrate how different neurocognitive mechanisms, such as early attentional allocation and subsequent behavioural selection processes, are likely to contribute to cognitive control. Moreover, our findings extend prior work by showing that these mechanisms are engaged (at least partly) in parallel, rather than independently of each other.

Use Behavior Analysis Of Job Seekers Using The E-Recruitment System In The Special Region Of Yogyakarta

E-Recruitment is a job search platform for job seekers. In the modern era, organizations adapt human resource recruitment systems to remain viable. Where the success of e-recruitment depends on the large number of uses of the e-recruitment platform and the organization getting competent human resources. The aim of this research is to determine the influence of performance expectancy, effort expectancy, social influence, facilitating conditions on behavioral intention, and behavioral intention on the use behavior of job seekers using e-recruitment in the Special Region of Yogyakarta. This type of research is quantitative descriptive, namely research that uses mathematical models, theories and/or hypotheses related to natural phenomena. The sample in this study used a purposive sampling technique, where the sample population in the Special Region of Yogyakarta was 210 job seekers who had used e-recruitment. Based on the results of research conducted by researchers in the Special Region of Yogyakarta, what was found was that performance expectancy, effort expectancy, social influence, facilitating conditions together have a significant influence on behavioral intention, and behavioral intention influences the use behavior of job seekers using e- recruitment in the Special Region of Yogyakarta with a p value < 5%, meaning that if performance expectancy, effort expectancy, social influence, facilitating conditions increase, interest in using e-recruitment will also increase, and the higher the level of behavioral intention, the use of e-recruitment behavior will also increase.

Unveiling the neural mechanisms of acute aerobic exercise on inhibitory control among young adults with obesity: Insights from an ERP study

Obesity has become a prominent public health concern worldwide and is associated with adverse cognitive function. Exercise, particularly aerobic exercise, is known to benefit for weight loss and cognitive function. However, whether acute aerobic exercise could yield benefits to obese individuals and the precise brain mechanisms of action remain poorly understood. The study aimed to investigate whether acute aerobic exercise could improve inhibitory control among obese individuals and what neuroelectric mechanisms are implicated. A 3 (session: control, low-intensity exercise, moderate-intensity exercise) × 2 (congruency: congruent, incongruent) within-subject design was conducted. 18 obese young male adults underwent three sessions of 30-min interventions in a counterbalanced order seperated by five days: moderate-intensity aerobic exercise (MIE), low-intensity aerobic exercise (LIE) and a control session (a sedentary period of seated rest). The Flanker task and EEG recordings (N2 and P3 amplitude) were investigated following exercise and the control treatment. Results showed that the N2 amplitude following MIE was larger than the control session, whereas a larger N2 and reduced congruent P3 amplitude was observed following MIE than LIE. However, no main effect of the session was found for reaction time and accuracy, but a significant main effect of congruency was observed. These findings suggest acute moderate-intensity aerobic exercise may modulate brain activity through enhanced recruitment of attentional resources for cognitive control and conflict monitoring in adults with obesity.

The Implementation of Human Resource Management in Improving Teacher Professionalism at MadrasaJunior High School

This research aims to analyze human resource recruitment at Madrasa Junior High School Al-Faaizun Watang Palakka Bone Regency, the selection of human resources at Madrasa Junior High School Al-Faaizun Watang Palakka Bone Regency, human resource development program at Madrasa Junior High School Al-Faaizun Watang Palakka Bone Regency. This research is qualitative research with the research location at Madrasah Tsanawiyah Al-Faaizun Watang Palakka Bone Regency. Data was collected through interviews, observation, and documentation. Then, data processing and analysis techniques are carried out through three stages, namely data reduction, presentation, and drawing conclusions. The results of the research show that human resource recruitment was carried out at Madrasa Junior High School Al-Faaizun Watang Palakka, Bone Regency, namely, firstly, preparation for the recruitment of educators, secondly, the distribution of announcements regarding the acceptance of educators was carried out in a closed manner, and thirdly, accepting teacher applications. Human resource selection was carried out at Madrasa Junior High School Al-Faaizun Watang Palakka, Bone Regency, namely administrative selection to determine the completeness of applicant files according to predetermined qualifications and interview selection to obtain in-depth information about applicants. The human resource development program at Madrasa Junior High School Al-Faaizun Watang Palakka is carried out through teacher qualification improvement programs, supervision programs, subject teacher deliberation empowerment programs (MGMP), and participating in scientific meetings such as workshops, seminars, good training held at madrasas and outside the madrasah. This research implies that the distribution of announcements on teacher recruitment should be done openly through brochures, advertisements, and other social media so that it is easier for the public to get information on teacher recruitment from these institutions, with needs.

Reenvisioning adaptive expertise as a distributed phenomenon

ABSTRACT A critical strand of educational research examines how people, and youth in particular, make adaptations to overcome unexpected and non-routine problems. In this conceptual paper, the authors propose an expanded framework that reenvisions adaptive expertise as a distributed phenomenon, focusing on three interrelated aspects relevant to how people work toward adaptations: (1) recruitment and coordination of resources, (2) reframing of problems and goals, and (3) navigational foresight. The paper illustrates the framework through examples drawn from a study of youth participation in the maker movement.

Visual selective attention in individuals with age-related hearing loss

Evidence from epidemiological studies suggests that hearing loss is associated with an accelerated decline in cognitive function, but the underlying pathophysiological mechanism remains poorly understood. Studies using auditory tasks have suggested that degraded auditory input increases the cognitive load for auditory perceptual processing and thereby reduces the resources available for other cognitive tasks. Attention-related networks are among the systems overrecruited to support degraded auditory perception, but it is unclear how they function when no excessive recruitment of cognitive resources for auditory processing is needed. Here, we implemented an EEG study using a nonauditory visual attentional selection task in 30 individuals with age-related hearing loss (ARHLs, 60–73 years) and compared them with aged (N = 30, 60–70 years) and young (N = 35, 22–29 years) normal-hearing controls. Compared with their normal-hearing peers, ARHLs demonstrated a significant amplitude reduction for the posterior contralateral N2 component, which is a well-validated index of the allocation of selective visual attention, despite the comparable behavioral performance. Furthermore, the amplitudes were observed to correlate significantly with hearing acuities (pure tone audiometry thresholds) and higher-order hearing abilities (speech-in-noise thresholds) in aged individuals. The target-elicited alpha lateralization, another mechanism of visuospatial attention, demonstrated in control groups was not observed in ARHLs. Although behavioral performance is comparable, the significant decrease in N2pc amplitude in ARHLs provides neurophysiologic evidence that may suggest a visual attentional deficit in ARHLs even without extra-recruitment of cognitive resources by auditory processing. It supports the hypothesis that constant degraded auditory input in ARHLs has an adverse impact on the function of cognitive control systems, which is a possible mechanism mediating the relationship between hearing loss and cognitive decline.

Workload Indicator Staffing Need (WISN) as A Method for Analyzing Clinic Health Personnel Needs in Surakarta

Introduction: Health Human Resources (HR) has an important role in providing health services to the community. HR management has a positive effect on organizational performance. Lack of health human resources is an important obstacle in achieving the highest level of health and as a result will limit opportunities to achieve comprehensive health goals. Health workforce planning is an important element in health service planning in building a responsive and efficient health service system. The use of workforce planning methods can contribute to the analysis and decision-making process for allocating the right number of professionals. WISN as a workload-based method can provide more accurate staff needs. This method has been used in various countries and has proven its significance in policy making regarding recruitment, distribution, training and reduction of human resources. Objective: This research aims to analyze the need for health workers at the Surakarta City Clinic using the WISN method. Method: This type of research is descriptive qualitative using interview methods with respondents and observation. The research was conducted at the 'Aisyiyah Medical Center Surakarta Clinic. The data was processed using qualitative data analysis and simple statistical techniques. Result: The research results showed that the need for health workers at the AMC Clinic based on the WISN method was 1 Dentist, 2 General Practitioners, 2 Nurses, 2 Midwives and 1 Pharmacy Personnel, this shows that the Clinic has an excess number of General Practitioner health workers but a shortage of Nurses. Conclusion: The workload of General Practitioners and Dentists is low, the workload of Midwives and Pharmacy Personnel is normal, and the workload of Nurses is high.

Identifying biomarkers related to motor function in chronic stroke: A fNIRS and TMS study.

Upper limb motor impairment commonly occurs after stroke, impairing quality of life. Brain network reorganization likely differs between subgroups with differing impairment severity. This study explored differences in functional connectivity (FC) and corticospinal tract (CST) integrity between patients with mild/moderate versus severe hemiplegia poststroke to clarify the neural correlates underlying motor deficits. Sixty chronic stroke patients with upper limb motor impairment were categorized into mild/moderate and severe groups based on Fugl-Meyer scores. Resting-state FC was assessed using functional near-infrared spectroscopy (fNIRS) to compare connectivity patterns between groups across motor regions. CST integrity was evaluated by inducing motor evoked potentials (MEP) via transcranial magnetic stimulation. Compared to the mild/moderate group, the severe group exhibited heightened premotor cortex-primary motor cortex (PMC-M1) connectivity (t = 4.56, p < 0.01). Absence of MEP was also more frequent in the severe group (χ2 = 12.31, p = 0.01). Bayesian models effectively distinguished subgroups and identified the PMC-M1 connection as highly contributory (accuracy = 91.30%, area under the receiver operating characteristic curve [AUC] = 0.86). Distinct patterns of connectivity and corticospinal integrity exist between stroke subgroups with differing impairments. Strengthened connectivity potentially indicates recruitment of additional motor resources to compensate for damage. These findings elucidate the neural correlates underlying motor deficits poststroke and could guide personalized, network-based therapies targeting predictive biomarkers to improve rehabilitation outcomes.

Human Resources Recruitment

Human Resources Recruitment

Phân tích ảnh hưởng của trí tuệ nhân tạo đối với quy trình tuyển dụng nhân sự trong doanh nghiệp tại Thành phố Hồ Chí Minh

Artificial Intelligence (AI) has become an indispensable tool in the human resource recruitment process of businesses in Ho Chi Minh City (HCMC). With its automation and data analysis capabilities, AI helps optimize the recruitment process, from resume screening to predicting candidate performance. This not only saves time and costs for businesses but also enhances the quality of selected candidates. Moreover, AI plays a crucial role in eliminating biases and hidden prejudices in the recruitment process, ensuring fairness and diversity. By creating engaging and convenient interactive experiences for candidates through technologies such as chatbots and human-machine interfaces, AI also helps enhance the company’s image and attract high-quality talent. For businesses in HCMC, using artificial intelligence in the recruitment process is not only a trend but also a key factor for success in today’s competitive labor market. Based on practical research, the article has proposed four implicit solutions to enhance the effectiveness of artificial intelligence in the recruitment process of businesses in HCMC, Vietnam.

Reproductive Biology Status Reproductive Biology Status of Moonfish (Mene maculata) in Palabuhanratu Bay during West Monsoon

The moonfish (Mene maculata) is a demersal fish with important ecological and economic value. The high use of pitcher fish as food fish has the potential to disrupt reproductive patterns, recruitment and stock availability of pitcher fish resources, for which information on reproductive biology is minimal during the west monsoon. This research aims to analyze the reproductive biology status of moonfish in Palabuhanratu Bay. The research period took place from September 2021 to February 2022 (representing the west monsoon), with a sample of 522 fish. Fish samples were taken using a simple random sampling method at Palabuhanratu Nusantara fishing port. The data was analysis to obtain the sex ratio, allometric growth pattern, spawning season, the reproductive potential, and the size at maturity. Results shown that the sex ratio was 1:0.76, which is dominated by male fish. Moonfish have a negative allometric growth pattern. The peak of spawning season during the study period was in September and October. Reproductive potential ranges from 11,988 to 21,164 eggs. The spawning pattern of moonfish is indicated as total spawner. The result of Spearman-Karber method analysis showed that the size of the first maturity of female and male moonfish (Lm50) was 143 mm and 150.5 mm TL, respectively. So, female moonfish mature gonads earlier than male fish.

Development of Framework for ACI-Powered Human Resource Recruitment Assistant

Development of Framework for ACI-Powered Human Resource Recruitment Assistant

Pola Rekrutmen Sumber Daya Manusia di Pondok Pesantren (Studi Komparatif Pesantren Syaikh Zainuddin NW Anjani dan Maraqitta'limat Mamben)

This study aims to: (1) Describe the analysis of human resource needs in two Islamic boarding schools (Comparative Study of Pesantren Syaikh Zainuddin NW Anjani and Maraqitta'limat Mamben). (2) Describe the implementation of human resource recruitment within the religious education environment at the Islamic boarding schools (Comparative Study of Pesantren Syaikh Zainuddin NW Anjani and Maraqitta'limat Mamben). (3) Describe the placement of human resources in the two Islamic boarding schools (Comparative Study of Pesantren Syaikh Zainuddin NW Anjani and Maraqitta'limat Mamben). This study uses a qualitative method. The research locations are at MAK Hamzanwadi II and MA Maraqitta'limat Mamben. The data collection process involves observation, in-depth interviews, and documentation (triangulation). Data analysis is conducted using the Milles, Huberman, and Saldana techniques, which include data collection, data reduction, data presentation, and conclusion drawing. To ensure data validity, testing is conducted through the criteria of credibility, transferability, dependability, and confirmability.This study analyzes the recruitment of educators at Pondok Pesantren Syaikh Zainuddin NW Anjani and Pondok Pesantren Maraqitta'limat Mamben. The process involves needs analysis, setting requirements, information dissemination, and candidate selection. Recruitment is based on religious values and competence, encompassing application submission, interviews, and document selection. The placement of educators is carefully arranged to ensure maximum contribution, with an emphasis on integrity, loyalty, and educational mission.

The Influence of the Human Resources (HR) Recruitment System on Employee Performance at PT. Bank Rakyat Indonesia (PERSERO) Tbk Pinrang Branch

This research aims to determine the influence of the recruitment system (HR) on employee performance at PT. Bank Rakyat Indonesia Pinrang Branch. The population in this research is all employees of PT. Bank Rakyat Indonesia with the number of respondents. This type of research used is quantitative descriptive. The data sources used are primary and secondary data where the primary data comes from observations and questionnaires. Meanwhile, secondary data is obtained from documentation. The data analysis technique used is Simple Regression Analysis using statistical calculations via the Statistical Package for the Social Science (SPSS) version 26 application. Results of research regarding the Influence of the Human Resources (HR) Recruitment System on Employee Performance at PT. Bank Rakyat Indonesia (Persero) Tbk Pinrang Branch found that the recruitment system variable had a positive influence with tcount (15.160) &gt; ttable (0.214) positive and significant results, the Recruitment System variable obtained a tcount of 15.160 and a ttable of 0.214.